Performance Management
Exam Practice Tests
Course Introduction
Performance Management explores the strategies, processes, and tools used by organizations to align employee performance with business goals. Students will learn how to set performance standards, conduct appraisals, give effective feedback, and develop improvement plans. The course addresses both traditional and contemporary approaches, considering legal, ethical, and cultural factors that impact managing performance. Through case studies and practical exercises, students will gain skills to design and implement performance management systems that motivate employees, foster development, and drive organizational success.
Recommended Textbook
Strategic Human Resources Planning 7th Edition by Monica Belcourt
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14 Chapters
1662 Verified Questions
1662 Flashcards
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Page 2
Chapter 1: Strategic Management
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99 Verified Questions
99 Flashcards
Source URL: https://quizplus.com/quiz/51660
Sample Questions
Q1) What strategic concept demonstrates those activities that employees and managers of an organization undertake to enact the strategic plan and achieve the performance goals?
A)strategy implementation
B)strategy formulation
C)strategic planning
D)strategic intent
Answer: A
Q2) The decision to merge with another company is an example of a growth strategy.
A)True
B)False
Answer: True
Q3) What type of strategies focus on the overall strategy of the organization and all of its businesses?
A)corporate strategies
B)intended strategies
C)management strategies
D)business strategies
Answer: A
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Page 3
Chapter 2: Aligning HR With Strategy
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85 Verified Questions
85 Flashcards
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Sample Questions
Q1) Refer to Scenario: "Tentree Apparel." Why is strategic HR planning important to Tentree Apparel?
A)The planning process itself results in improved goal attainment.
B)The implementation results in an effective organizational strategy.
C)It motivates and attracts high-performing employees.
D)It helps achieve competitive advantage through distinct employee competencies.
Answer: A
Q2) A clearly written mission statement typically increases turnover.
A)True
B)False
Answer: False
Q3) Refer to Scenario: Swimco.It is particularly important for Swimco to define and develop the behaviours necessary to achieve their organizational capabilities of innovation and customer care.What theory is Swimco applying to its strategic management?
A)behavioural perspective
B)resource-based view
C)human capital
D)strategic management
Answer: A
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Chapter 3: Environmental Influences on HRM
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107 Verified Questions
107 Flashcards
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Sample Questions
Q1) There are more households in Canada with children than without.
A)True
B)False
Answer: False
Q2) Refer to Scenario: Green Septic and Water Systems Inc.What external organizational factors are influencing Green Septic and Water Systems Inc.'s human resource planning?
A)compensation policies
B)human resource information systems
C)global economy
D)environmental practices and procedures
Answer: C
Q3) A new regulation issued by the government requires certain safety training of employees.What is the major environmental factor that will affect the company's HR strategy in this case?
A)economics
B)globalization
C)demographics
D)legislation
Answer: D
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Page 5
Chapter 4: The HR Forecasting Process
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) What type of human capital represents the types of skills that are of equal value to most any company and can be priced in the labour market?
A)firm-specific human capital
B)generic human capital
C)manufactured human capital
D)natural human capital
Q2) Examples of human capital flow factors include promotions and lateral movements.
A)True
B)False
Q3) The human resource forecasting process in general can be described as following a basic pattern that flows from a macro perspective to a micro perspective.Describe the macro- and micro-level perspectives,providing an example.
Q4) What are the knowledge,skills,abilities,and other characteristics necessary for a person to perform well in a job derived from?
A)job description
B)job evaluation
C)job analysis
D)job specifications
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Chapter 5: Determining HR Demand
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138 Verified Questions
138 Flashcards
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Sample Questions
Q1) A ratio analysis is a quantitative method of projecting HR demand by analyzing the relationship between an operational index and the number of employees required.
A)True
B)False
Q2) For a medium-sized Canadian furniture manufacturing company the demand for recliner chairs is fairly stable,because the market for recliner chairs is fairly stable.Since there exists a comparatively high degree of certainty in the market,which of the following forecasting models would be an effective model for assessing the demand for labour for this company?
A)a simple model based on a future forecast
B)a simple model based on an existing forecast
C)a structural equation model
D)a model based on an existing forecast
Q3) Qualitative forecasting in the form of direct managerial input is the most commonly used method for determining workforce requirements.
A)True
B)False
Q4) What is envelope/scenario forecasting? Describe some of its features.
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Chapter 6: Ascertaining HR Supply
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142 Verified Questions
142 Flashcards
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Sample Questions
Q1) The concept used for grouping of employees based on characteristics that are relevant to the employee experience such as career preferences,demographics,work-life preferences,or benefits is mass customization of HR.
A)True
B)False
Q2) An organization is grouping its employees based on characteristics that are relevant to the employee experience such as career preferences,demographics,work-life preferences,or benefits.What is this HR process called?
A)organizational development
B)labour market supply
C)employee segmentation
D)balancing internal human resource supply
Q3) In the vacancy model,personnel supply requirements are considered for many levels simultaneously.
A)True
B)False
Q4) A movement analysis can also be referred to as a probabilistic model.
A)True
B)False
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Chapter 7: Succession Management
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149 Verified Questions
149 Flashcards
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Sample Questions
Q1) What negative consequence might result if there is a delay in naming a successor when a key executive,such as a CEO,suddenly quits?
A)decreased operating performance for up to two years
B)increased recruitment and selection of middle managers
C)decreased opportunities for management development
D)increased likelihood that the successor will be a family member
Q2) An employee value proposition is a brand positioning aimed at employees so that the company will be seen as an employer worth working for.
A)True
B)False
Q3) As employees cannot trust organizations to provide lifetime job security,so too organizations cannot rely on single individuals or a small group of employees for their succession plans.
A)True
B)False
Q4) What is succession planning,and what are three of its benefits to organizations?
Q5) What is the difference between succession management and replacement planning?
Q6) Define replacement planning.Describe how replacement planning has evolved into succession management.
Page 9
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Chapter 8: Information Technology for HR Planning
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128 Verified Questions
128 Flashcards
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Sample Questions
Q1) A HR dashboard in an aggregation of useful or relevant HR metrics or performance indicators that provide a summary snapshot of performance.
A)True
B)False
Q2) HR metrics comprises the applications and technologies for gathering,storing,analyzing,and providing access to data to help users make better business decisions.
A)True
B)False
Q3) Refer to Scenario: Nova Scotia Social Services.What is a new service delivery model that would allow NSSS to adopt e-learning and e-recruiting processes?
A)web-based HR
B)self-service systems
C)personnel data systems
D)enterprise portals
Q4) Organizations need information technology systems to protect corporate data.
A)True
B)False
Q5) Define HR analytics.List three uses of workforce analytics.
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Chapter 9: Change Management
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95 Verified Questions
95 Flashcards
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Sample Questions
Q1) "Freezing" is a stage in the change process that involves a trial-and-error process of taking action to move the firm through the intended change.
A)True
B)False
Q2) In order to lead change,researchers suggest that HR professionals must be able to understand all aspects of the business,including what customers value about the firm's products or services.What is this HR competency?
A)credible activist
B)communicator
C)strategic positioner
D)systems thinker
Q3) "Unfreezing" is an initial stage in an organizational change process.
A)True
B)False
Q4) Organizational learning is an approach to learning that applies double-loop learning and an attempt to understand how the entire system may be affected by change.
A)True B)False
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Chapter 10: Downsizing and Restructuring
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124 Verified Questions
124 Flashcards
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Sample Questions
Q1) There are three types of downsizing strategies: workforce reduction,work redesign,and systemic change.
A)True
B)False
Q2) Downsizing can be linked to less innovation and more protection of one's turf.
A)True
B)False
Q3) Downsizing became a huge phenomenon in the 1990s and then it waned.In which year did downsizing make a comeback?
A)2008
B)2009
C)2010
D)2011
Q4) How do you define job insecurity?
A)expectations about continuity and life employment
B)overall concern about the future existence of a job
C)inability to predict future employment
D)understanding of negative implications of job analysis
Q5) What are four of the reasons that organizations downsize?
Q6) Define workforce reduction.Discuss its limitations on human resource planning.
Page 12
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Chapter 11: Strategic International HRM
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128 Verified Questions
128 Flashcards
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Sample Questions
Q1) Cross-cultural and language training increases assignment success.
A)True
B)False
Q2) What is one disadvantage of increased use of parent-country nationals?
A)lack of knowledge of the corporate culture
B)potential unfamiliarity with the cultural norms of the host country
C)limited familiarity with the firm's own operations
D)limited cross-cultural preparation
Q3) Perceptual competencies refer to the capacity to understand why foreigners behave the way they do and to make correct attributions about the reasons for their behavior.
A)True
B)False
Q4) A multinational strategy concentrates on the development of foreign markets by selling to foreign nationals.
A)True
B)False
Q5) What are three of the key challenges facing strategic international HRM?
Q6) There are four steps that guide effective expatriate training.Discuss one step and its importance to effective training.
Page 13
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Chapter 12: Mergers and Acquisitions
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111 Verified Questions
111 Flashcards
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Sample Questions
Q1) What was the main reason that the merger of Daimler-Benz and Chrysler failed?
A)The companies were rivals,and their communication channels never fully opened.
B)The merger was too time-consuming for the companies to worry about operations.
C)The companies were from two different countries and had different corporate cultures.
D)The two types of cars were expensive and inexpensive and consumers could not reconcile this.
Q2) One in three employees will experience a merger or acquisition during the course of their working lives.
A)True
B)False
Q3) "White knights" refers to a situation in which key players have the right to purchase shares at a huge discount,which makes takeovers extremely expensive.
A)True
B)False
Q4) The needs of the CEO or managing team is one of the reasons companies merge.
A)True
B)False
Q5) What is a merger? Identify and describe three different types of mergers.
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Chapter 13: Outsourcing
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114 Verified Questions
114 Flashcards
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Sample Questions
Q1) According to one survey in the textbook,about 80 percent of companies reported that outsourcing service agreements did not reduce overall costs.
A)True
B)False
Q2) For an organization,the major information security risk is the loss of personnel information.
A)True
B)False
Q3) Why do organizations outsource? Discuss three of the six primary reasons.
Q4) There is a new trend for organizations to outsource absence management because claims are complex,confidential,and medically oriented.
A)True
B)False
Q5) Two disadvantages of outsourcing include the potential disintegration of an organization's culture and the loss of control over proprietary knowledge.
A)True
B)False
Q6) How can you determine which HR activities are amenable to outsourcing?
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Chapter 14: HR Assessment and Analytics
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103 Verified Questions
103 Flashcards
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Sample Questions
Q1) Attitudes,in an organizational context,can be defined as perceptions or opinions about organizational characteristics.
A)True
B)False
Q2) What is one way that an HR department can reduce expenses associated with employees without reducing the headcount?
A)increase employees' efficiencies
B)eliminate the costs associated with absenteeism
C)purchase technology that improves productivity
D)initiate a hiring freeze and a wage freeze
Q3) Return on investment is a key financial ratio computed by an organization to determine its relative success in achieving its goals.
A)True
B)False
Q4) HR analytics is an evidence-based approach for making better decisions about employees and HR policies,using a variety of tools to report HR metrics and to predict outcomes of HR programs.
A)True B)False
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